Assisted Living Wellness Nurse
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- Assisted living nurse reviewing medication records, clarifying discrepancies with prescribers, supporting caregivers, and updating residents’ families
Position directory
Home Health, Hospice & Long-Term Care Nursing: positions we recruit
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
Choose nurses whose judgment fits home visits, hospice conversations, or resident care across a long-term care shift.
No upfront fee. You pay only if you hire.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
Positions we recruit
Home Health, Hospice & Long-Term Care Nursing
11 positions
11 matching positions
Home Health RN (Field Nurse, Visit Nurse, Home Health Case Manager)
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- Field RN planning home visits, completing start-of-care and recertification assessments, documenting findings, and reporting changes
Hospice Admissions Nurse
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- Hospice intake RN preparing admission visits, assessing patients, explaining services, and documenting and escalating unresolved concerns
Hospice After-Hours / Triage Nurse (On-Call RN)
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- After-hours hospice RN assessing caregiver calls, communicating with facility staff, arranging visits, and handing off unresolved concerns
Hospice RN Case Manager
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- Field hospice RN assessing symptoms, reviewing medications, contacting prescribers, updating caregivers, and reporting to interdisciplinary teams
Per Diem Home Health RN
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- Per diem registered nurse performing home assessments, admissions, routine follow-up visits, and discharge care
Private Duty Nurse (Pediatric Home Care, Trach and Vent RN or LPN)
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- Private duty RN or LPN providing pediatric home nursing care for patients with tracheostomies or ventilators
SNF Charge Nurse (RN Supervisor, House Supervisor, Long-Term Care)
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- Skilled nursing shift supervisor overseeing LPNs and CNAs, administering medications, handling orders, and communicating with families
Staff Development Coordinator, Skilled Nursing (SDC, In-Service Coordinator)
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- Skilled nursing staff educator coordinating in-service instruction, staff training, and follow-up on nursing care practices
Subacute / Transitional Care Nurse (TCU RN)
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- Transitional care unit RN providing nursing care for patients receiving subacute treatment during care transitions
Unit Manager, Skilled Nursing (Nurse Unit Manager, LTC)
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- Skilled nursing unit manager overseeing assignments, documentation follow-up, resident changes, family concerns, and reports to nursing leadership
Start with the work
What should you settle before you hire?
This family page separates work that can look similar on a résumé but differs at the point of care. The title and count fields on your page list your openings. Use this guide to define which nursing background matches the decisions each person will make.
A home health nurse may work alone in several homes. A hospice nurse supports patients and families through changing goals and symptoms. A long-term care nurse works within one community, coordinating resident care with nursing assistants, providers, pharmacy, and the next shift.
Territory, visit volume, mileage, charting, and after-hours rotation affect fit. Ask whether the nurse has made sound decisions without immediate unit support.
Hospice nursing calls for clinical observation and clear communication during difficult family moments. Charge and supervisory openings need defined authority over assignments, coaching, and staffing decisions.
Ask for evidence
What should you check before an offer?
**Solo visit judgment.** Ask, “Tell me about a home visit where the patient differed from the referral information. What did you assess, document, explain, and report?” Useful answers compare the current presentation with baseline and describe a clear escalation decision.
- **Hospice family communication.** Ask, “How did you explain a change in care to a distressed family member?” Listen for plain language, listening, accurate documentation, clinical boundaries, and contact with the appropriate hospice clinician or prescriber.
- **Medication and order review.** Ask, “Walk me through a new order received during a medication pass.” A useful answer covers reviewing the order, resident-specific checks, documentation, and communication with pharmacy or the provider when clarification is needed.
- **Change-of-condition call.** Ask, “What facts do you gather before contacting a provider about a resident or home health patient?” Look for observations, relevant vital signs, baseline comparison, medications, recent events, actions already taken, and a clear reason for the call.
- **Delegation on a long-term care shift.** For charge roles, ask, “Describe a task you assigned to a nursing assistant and how you followed up.” Strong answers name the task, account for scope, confirm understanding, and report back on the result.
- **Charting after a concern.** Ask, “Show me how you document an assessment, family call, or medication issue.” Useful answers connect what was observed, reported, done, and communicated rather than relying on vague summary notes.
Different backgrounds, different fit
Where does relevant experience come from?
Our source pool includes licensed nurses from home health agencies, hospice programs, skilled nursing communities, assisted living settings, rehabilitation centers, and hospital discharge or care-coordination roles. People may seek a smaller territory, different call rotation, less travel, greater supervisory responsibility, or work that better matches their experience.
We also speak with nurses returning after a planned break, relocating, or moving from agency work into an employer’s own team. We screen work history, credentials, availability, and fit through role-specific questions. You complete your own credentialing and clinical assessment before hire.
Avoid these
Which hiring mistakes should you avoid?
**Treating community nursing backgrounds as interchangeable.** A strong medication-cart nurse may not have experience making solo home-visit decisions or handling hospice family conversations. **Leaving after-hours duties unclear.** State who receives first calls, when an added visit may be needed, and who supports the nurse during escalation.
**Assigning charge duties without authority.** Define which assignments, coaching issues, admissions, and staffing decisions the nurse owns on shift.
Put it to work
What are the next steps?
Tell us whether the opening involves home visits, hospice, long-term care, or a combination. We present candidates against the work you described. Use realistic situations from your operation during interviews. Long-term care nursing centers on medication administration, order changes, admissions, resident changes, delegation, and shift handoff.
Define the daily work
Share territory or community location, shift, call rotation, charting tools, reporting line, and decision authority.
Review relevant backgrounds
Compare examples of independent assessment, family communication, medication work, delegation, documentation, and provider communication.
Interview and verify
Confirm active RN or LPN license where the role needs it, references, your credentialing items, and your clinical evaluation before an offer.
What should we distinguish between hospice and home health candidates?
Hospice experience should show comfort discussing changing goals of care, responding to symptoms, and supporting families through uncertainty. Home health roles may place greater weight on ordered skilled visits, recovery teaching, and coordination around changing needs at home. Home health roles often center on assessment during scheduled visits, caregiver teaching, ordered skilled services, documentation, and escalation when a patient changes.
Which backgrounds transfer best to a home health nursing opening?
Look for independent assessment, caregiver teaching, organized travel, and clear escalation to the right clinician. Hospital experience can transfer, but ask how the candidate made decisions when no unit team was immediately available.
How do we assess a long-term care charge nurse beyond medication-pass experience?
Ask for examples involving nursing assistant assignments, resident changes, admissions, and handoff. Look for fact gathering, scope-aware delegation, provider communication, and follow-through after the immediate concern.
Should we require experience with our electronic record system?
Exact system experience may shorten orientation, but it should not outweigh sound charting habits. Ask how the nurse recorded an assessment, order change, and provider communication in a previous system.
What details matter for a multi-site long-term care nursing search?
Describe the communities, travel expectations, reporting structure, and staffing authority. Clarify whether the role covers admissions, education, chart review, shift support, or direct resident care so candidates can judge the actual workday.
How can Healthcare Headhunters help with this hire?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
Share the care model, daily duties, call structure, and decision authority. We will focus the search on nursing experience that matches your opening.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
Keep the hiring brief connected
Home Health, Hospice & Long-Term Care Nursing hub
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